Building pipelines for women in underrepresented fields

Innovation knows no gender. Reflecting on my journey as an engineer over the past 25 years, from stepping into the workforce to witnessing the remarkable strides women have made today, I am struck by both the progress achieved and the many challenges that persist. When I started my career in the late 90s, women engineers were a handful and today, I'm heartened to see more women not only entering the field but also pioneering innovations and driving meaningful change. ➡️ However, looking at the numbers, in 2023, men outnumbered women in global engineering by 86.3% to 13.7%. And despite the demand for tech skills, women constitute only 28% of engineering graduates globally. In STEM fields, they make up 33% of researchers but hold just 12% of national science academy memberships. ➡️The leaky STEM pipeline begins early and persists over time. It is not just enough to keep feeding the pipeline by increasing the number of female students. It is imperative to work towards breaking gender stereotypes through early investment in reskilling and the promotion of STEM education. Apart from making STEM education more fun and engaging, introduction to female role models and mentors can help change stereotypical perceptions related to these subjects and inspire more girls to choose and work in the area. ➡️I see technology as an enabler here. Achieving equal representation of women in the tech industry requires a collaborative effort from organisations, academia, and government bodies. At the organisational level, tech firms should focus on creating supportive structures that not only attract but also retain and nurture female professionals. Flexible working policies, improved leave and well-being benefits, and support networks serve as key factors in promoting women in the workplace. Investing in training and mentorship programs is essential to equip high-potential women technologists with the necessary skills for leadership roles. Initiatives like involving female employees in the recruitment process, hosting career fairs, and offering internship programs can help organisations move towards a more gender-balanced workforce. The future of engineering is bright, and women are an integral part of that future. By continuing to support and celebrate women in engineering, we are investing in a world where innovation knows no gender, and where the contributions of all are valued and recognized. #InternationalWomenInEngineeringDay 🎉✨

As a recruiter, one challenge I face time and again is finding female candidates for technical and sales roles. It’s surprising — so many women graduate with Computer Science or IT degrees, yet only a small fraction build careers in core tech fields. Many transition into roles with limited coding or leave the tech industry altogether. In Bangladesh, the numbers tell the story: 📊 Around 25% of students in Computer Science or ICT are female, but only 13–14% of them go on to work in technical positions. 📊 Women make up just 12–15% of the total IT workforce. (Source: The Business Post, UN Women reports) There are many factors behind this — from societal expectations and family pressures to workplace biases that still exist today. Some organizations remain hesitant to hire married women or those with children, fearing “continuity issues.” Others lack flexible structures that could actually help women thrive. A similar picture exists in sales roles, where fieldwork or extensive client travel often discourages female candidates. The job nature itself can feel unwelcoming when workplaces aren’t designed with inclusivity and safety in mind. As recruiters, we’re on the front line of this reality. But we can also be part of the solution: 💡 Encouraging companies to adopt inclusive policies and flexible work options. 💡 Ensuring our hiring criteria focus on skills and potential, not assumptions. 💡 Creating visibility for women role models in tech and sales. 💡 Partnering with universities and women-in-STEM programs to build stronger talent pipelines. Bangladesh has made progress, but we still have a long way to go. Diversity isn’t just a social goal — it’s a business advantage. Tech-driven and fast-growing companies need different perspectives to innovate, adapt, and lead. Let’s build a future where more women not only enter the industry but also grow, lead, and inspire the next generation. 🌿 #WomenInTech #WomenInSales #RecruiterPerspective #DiversityAndInclusion #Bangladesh #EqualOpportunity #EmployerBranding #WomenEmpowerment

Over 300,000 Black women are currently unemployed in the U.S. As the clean energy transition accelerates, we risk being left out of one of the fastest-growing sectors of our economy. This Labor Day, I’m calling attention to the urgent need for pipelines to green jobs for Black women. At Girl Plus Environment, I've built an organization where we’re building pathways into the clean energy sector through our Pipelines to Success initiative, connecting Black and Brown women to green job training, mentorship, and opportunities that ensure we’re not just participating in this transition, we’re leading it. I think we all know by now that the future of work is green. BUT, who gets access to it? #LaborDay #GreenJobs #ClimateJustice #WorkforceEquity #EnvironmentalJustice

How to solve the "pipeline problem" in diversity hiring? It's not a shortage of talent, it's a failure in strategy. As a diversity and inclusion advocate and co-founder of Chezie, I have often encountered the "pipeline problem" excuse in discussions about diversity recruiting failures. Let’s address this misconception and explore the real reasons behind the underrepresentation of diverse talents in top companies. → 𝟏/ 𝐃𝐞𝐛𝐮𝐧𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐏𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐏𝐫𝐨𝐛𝐥𝐞𝐦: • 𝐆𝐫𝐚𝐝𝐮𝐚𝐭𝐢𝐨𝐧 𝐫𝐚𝐭𝐞𝐬: Data from a 2014 USA Study revealed that Black and Latinx computer science students graduate at twice the rate of their hiring in major tech companies. • 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐟𝐥𝐚𝐰𝐬: This indicates that the issue isn't a shortage of qualified candidates but rather how recruitment strategies are structured. → 𝟐/ 𝐂𝐨𝐦𝐦𝐨𝐧 𝐏𝐢𝐭𝐟𝐚𝐥𝐥𝐬 𝐢𝐧 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠: • 𝐍𝐚𝐫𝐫𝐨𝐰 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐜𝐡𝐚𝐧𝐧𝐞𝐥𝐬: Many firms repeatedly tap into the same prestigious schools, overlooking the rich talent in less traditional spaces. • 𝐋𝐚𝐜𝐤 𝐨𝐟 𝐬𝐮𝐩𝐩𝐨𝐫𝐭: Minority students at top schools often face a steeper curve in recruitment preparation. → 𝟑/ 𝐄𝐱𝐩𝐚𝐧𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐨𝐨𝐥: • 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩𝐬: Organizations like America on Tech are making strides in preparing diverse students for tech careers. • 𝐀𝐜𝐭𝐢𝐯𝐞 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭: Companies must actively seek partnerships with such organizations to diversify their recruiting pipelines. → 𝟒/ 𝐑𝐞𝐭𝐡𝐢𝐧𝐤𝐢𝐧𝐠 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐫𝐨𝐜𝐞𝐬𝐬𝐞𝐬: • 𝐁𝐥𝐢𝐧𝐝 𝐫𝐞𝐬𝐮𝐦𝐞 𝐬𝐜𝐫𝐞𝐞𝐧𝐢𝐧𝐠𝐬: Implement technology that evaluates candidates based on skills and experience, minimizing unconscious bias. • 𝐒𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞𝐝 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬: Standardize interview questions and use performance tasks to assess candidates fairly. → 𝟓/ 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐅𝐢𝐭 𝐯𝐬 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐀𝐝𝐝: • 𝐒𝐡𝐢𝐟𝐭𝐢𝐧𝐠 𝐟𝐨𝐜𝐮𝐬: Transition from seeking a "cultural fit" to a "cultural add" to encourage diversity. • 𝐄𝐧𝐫𝐢𝐜𝐡𝐢𝐧𝐠 𝐜𝐮𝐥𝐭𝐮𝐫𝐞: This shift brings new perspectives that enrich the company's culture. The real challenge isn't finding diverse talent; it's about creating a recruitment strategy that genuinely values diversity and inclusivity. Companies need to move beyond the convenient narrative of the pipeline problem and implement concrete steps to improve their diversity recruiting outcomes. Have you seen improvements in diversity hiring? Share your experiences and let's push for real change together.